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MANPOWER
PLANNING

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TABLE OF CONTENT

CONTENT PAGE NO.

1. Practical Component 4-13

2. Book Review 14-17

3. Hands on software 18-20

4. Bibliography 21

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❖ Visit any two organizations preferably IT or BPOS and examine the

employee referral policy as a source of recruitment. Highlight the

advantages and disadvantages of the policy.

➢ Google:

▪ Advantages:

1. Quality Hires: Google’s referral program is known for attracting high-quality

talent. Employees are motivated to refer candidates they believe will excel,

resulting in a higher chance of successful hires.

2. Cultural Fit: Referrals often align with the company’s culture. Existing employees

understand the work environment, which can lead to better cultural fits for new hires.

3. Cost-Effective: Referral programs tend to be cost-effective compared to

traditional recruitment methods. They often have lower acquisition costs per hire.

4. Engagement and Retention: Employees who refer candidates tend to feel

more engaged and connected to the company. This can positively impact employee

retention

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▪ Disadvantages:

1. Lack of Diversity: Employee referrals might lead to a lack of diversity in

the workforce as employees tend to refer individuals similar to themselves.

2. Limited Talent Pool: Relying too heavily on referrals might limit access to

a diverse talent pool, missing out on candidates with different backgrounds and

perspectives.

3. Potential Nepotism: There can be perceptions of favoritism or nepotism if

referrals are consistently hired, which might impact morale among non-

referred employees.

4. Overlooking Skills: Referrals might be prioritized based on relationships rather

than skills, potentially overlooking more qualified candidates outside the network.

➢ Microsoft

▪ Advantages:

1. Incentivized Referral Program: Microsoft offers incentives, such as

monetary rewards or additional time off, for successful referrals, motivating

employees to actively participate.

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2. Streamlined Process: The company has a streamlined referral process, making

it easier for employees to recommend candidates, which can increase the volume of

referrals.

3. Internal Networking: Referral programs encourage internal

networking, fostering a sense of community among employees.

4. Speedy Hiring: Referrals often result in quicker hiring processes due to pre-existing

knowledge about the candidate.

▪ Disadvantages:

1. Potential Bias: Similar to Google, there might be biases in the selection

process favoring individuals from similar backgrounds or networks.

2. Exclusion of External Talent: Over-reliance on referrals might exclude

external talent with different experiences and perspectives, limiting diversity.

3. Perception of Unfairness: If rewards are not fairly distributed or if

some employees consistently refer without success, it might create a

perception of unfairness within the workforce.

4. Limited Outreach: Depending solely on referrals might limit outreach efforts

to broader talent pools, potentially missing out on exceptional candidates.

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Both Google and Microsoft benefit from employee referrals in various ways, but they

also face challenges related to diversity, fairness, and access to a wider talent pool.

Balancing these advantages and disadvantages is crucial for an effective referral program

in the IT industry.

Of course! In the context of IT organizations like Google and Microsoft, employee

referral programs often serve as a valuable recruitment tool. Let's delve deeper into the

advantages and disadvantages these programs bring to these companies:

Advantages of Employee Referral Programs:

1. Cultural Alignment: Referrals tend to align with the company culture as

existing employees are likely to refer individuals who they believe will fit in well

with the organization’s values and ethos.

2. Cost-Effective Recruitment: Employee referrals often result in cost

savings compared to traditional hiring methods. The cost per hire is typically

lower due to reduced external recruiting expenses.

3. Quicker Hiring Process: Referrals can streamline the hiring process by

bypassing certain stages or shortening decision-making timelines. Since

referred candidates often come with pre-existing recommendations, evaluations

might be faster.

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4. Enhanced Employee Engagement: Referral programs contribute to a positive

work environment by encouraging employees to actively participate in the

company’s growth and success. It fosters a sense of ownership and involvement.

5. Improved Retention Rates: Candidates hired through referrals tend to stay

longer at the company. They have been vetted by someone within the

organization, which often leads to better job satisfaction and longer tenures.

Disadvantages of Employee Referral Programs:

1. Limited Diversity: There’s a risk of limited diversity in the workforce as

referrals often mirror the demographics and experiences of current employees. This

can lead to a lack of varied perspectives and ideas.

2. Potential Nepotism and Favoritism: A heavy reliance on referrals might

give the impression of favoritism or nepotism within the organization. This can

breed resentment among non-referred employees and impact morale.

3. Overlooking Talent Beyond Networks: A narrow focus on referrals might

cause the company to miss out on exceptional talent that exists outside of

employees' personal and professional networks.

4. Inequitable Access to Opportunities: If certain groups of employees have

larger networks or stronger connections, it could lead to inequitable access to job

opportunities within the organization.

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Balancing the advantages of streamlined hiring, improved cultural alignment, and

cost-effectiveness with the disadvantages of limited diversity and potential biases is

essential for a successful employee referral program. Organizations like Google

and Microsoft continuously refine their referral policies to maximize the benefits

while mitigating these challenges.

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❖ Identify and analyze the stages of planning human resource

requirements in any organization of your choice.

✓ As one of India’s largest private- sector employers, Reliance focuses on fostering

the sustained development of its human capital through a well- defined strategy
underlined

with care, empathy, inclusiveness and respect. The Company’s culture of boldly

embracing the future and empowering successive generations to take up seemingly

unsurmountable challenges helps it attract some of the best minds from across the

world. Reliance nurtures a progressive people environment, where purpose- driven

talent is empowered by a strong, consistent, and meritocratic Human Resources (HR)

framework.

Over the years, Reliance has continued to place a great emphasis on enriching its human

capital.

The Company ensures that its people have an encouraging work culture and continuous

learning opportunities. Additionally, it has invested in creating a world- class workplace

that interweaves productivity, health and safety, and a deep sense of belonging.

Reliance believes that its success is inextricably related to the success of its people.

Continuous learning, structured career advancement opportunities and an industry- leading

employee value proposition are part of its value creation strategy for its people. The

entrepreneurial culture at Reliance has nurtured an energised and motivated talent pool that

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is translating opportunities into reality for the Company every day while carving

enriching professional paths for themselves.

➢ Understanding Organizational Objectives:

Review the company's short-term and long-term goals. For Reliance, this might

involve expansion into new sectors, technological advancements, or market growth.

➢ Workforce Demand Forecasting:

Analyze the anticipated workforce needs based on business objectives. This includes

estimating the number of employees required, their skills, and the specific roles needed.

➢ Internal Assessment:

Evaluate the existing workforce's skills, strengths, weaknesses, and capacity. Identify

potential gaps between current capabilities and future requirements.

➢ External Analysis:

Consider external factors like market trends, technological advancements, regulatory

changes, and industry developments impacting human resource needs.

➢ Gap Analysis: Compare projected workforce needs with the current

workforce. Identify skill gaps, shortages, or redundancies in positions.

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➢ Recruitment and Talent Acquisition Strategy:

Develop plans for hiring new talent or acquiring specialized skills needed to bridge identified

gaps. This might involve campus recruitment, industry partnerships, or targeted hiring

strategies.

➢ Training and Development Initiatives:

Implement training programs to enhance the skills of existing employees or prepare them for

evolving roles. This could include leadership development, technical training, or skill

enhancement workshops.

➢ Succession Planning:

Identify key positions within Reliance and individuals critical for the organization's continuity.

Develop strategies to ensure a smooth transition in case of attrition or promotion.

➢ Continuous Monitoring and Evaluation:

Regularly assess the effectiveness of HR planning efforts. Adjust strategies based on changes

in market conditions, technological advancements, or internal shifts.

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➢ Alignment with Organizational Strategy:

Ensure that HR plans and initiatives align with Reliance's overall business strategy. Human

resource strategies should support and complement the company's goals and direction.

Reliance, being a diversified conglomerate, might have different workforce requirements

across its various sectors like energy, petrochemicals, retail, telecommunications, etc.

Therefore, HR planning would need to be tailored to the specific needs and objectives of

each sector within the organization.

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BOOK REVIEW

HR Disrupted: It’s time for something

different

(BY LUCY ADAMS)

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ABOUT THE AUTHOR

HR Disrupted: It’s Time for Something Different (2017) is a clear and convincing HR

workbook for new HR in a “disrupted world”. Its author, Lucy Adams, was HR director at

the BBC during one of its most turbulent periods and witnessed first-hand how “broken” HR

really is in most large organisations. When she left the BBC, she set out on a mission to “help

organisations bring their HR departments into the 21st century”. To do so, she created her

own agency, Disruptive HR.

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This book tries to answer the question of if we are to survive and thrive in this new, volatile

business world, how do we lead, manage, engage and support our employees in a radically

different way? Lucy Adams says one way that this can be done is for organisations and HR

companies to transform their approach by taking a completely fresh look at the entire scenario.

To achieve this change, Adams cites three pillars. First, treating employees as adults; second,

treating employees as consumers or customers; and third, treating employees as human

beings. HR Disrupted includes practical tools, ideas and techniques to help the reader to start

making changes straight away. The book will also help the reader introduce this new way of

thinking to others in their business.

Moreover, "HR Disrupted" addresses the significance of HR in driving diversity, equity, and

inclusion initiatives within organizations. Adams stresses the importance of creating inclusive

workplaces that celebrate diversity and promote a sense of belonging among employees.

Critically, Adams acknowledges the obstacles and resistance that HR might face in

implementing change. She offers practical insights and actionable advice to help HR

professionals navigate these challenges and effect meaningful transformation within their

organizations.

Overall, "HR Disrupted: It’s Time for Something Different" is a compelling read for HR

professionals, business leaders, and anyone interested in the future of work. It challenges

conventional HR practices and provides a roadmap for embracing change, fostering

innovation, and transforming HR into a strategic driver of organizational success in today's

dynamic business environment.

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The book is structured into several chapters, each exploring different facets of HR in

the contemporary landscape.

1. Introduction: Introducing the changing dynamics of HR and the need for a

different approach.

2. The Evolution of HR: Exploring the historical role of HR and how it has

evolved over time.

3. Disruptions in the Workplace: Examining the factors and forces that are

reshaping workplaces and HR functions.

4. Technology in HR: Discussing the impact of technology on HR practices, such as

AI, data analytics, and HR software.

5. Employee Experience: Highlighting the significance of employee experience and

its connection to organizational success.

6. Leadership and Culture: Exploring the role of leadership and culture in driving

HR innovation and change.

7. New Strategies for Talent Management: Rethinking talent

acquisition, development, and retention strategies in the modern era.

8. Challenges and Opportunities: Addressing the challenges faced by

HR professionals and the opportunities for innovation and growth.

9. Case Studies and Examples: Sharing real-world examples or case studies illustrating

successful HR transformations or initiatives.

10. The Future of HR: Speculating on the future of HR, potential trends, and areas

for further development.

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HANDS ON SOFTWARE

(Orange HR)

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Orange HRM is a popular open-source human resource management software that offers

various modules for managing HR processes such as employee information, attendance,

leave, performance, and more. While I can't provide a hands-on practice within this platform,

I can guide you through steps to get started:

1. Installation: You can install Orange HRM locally on your machine or use their

cloud-based version. For local installation, download the software from their website

and follow the installation instructions provided in their documentation.

2. Setup: Once installed, you'll need to set up the system. This involves configuring

settings, adding company information, defining user roles, and setting permissions.

3. Employee Management: Start by adding employee details into the system.

You can input personal information, contact details, employment history, and other

relevant data.

4. Attendance and Leave Management: Explore the modules for attendance and

leave management. This involves setting up leave policies, managing employee

attendance records, and processing leave requests.

5. Performance Management: Use the performance management module to set

goals, conduct performance reviews, and track employee performance over time.

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6. Training and Development: If applicable, utilize the training and

development module to plan and track employee training programs.

7. Reporting: Familiarize yourself with the reporting tools available in

OrangeHRM. Generate reports on various HR metrics, such as employee turnover,

attendance trends, or performance evaluations.

8. Integration and Customization: Orange HRM allows integration with

other systems and customization to suit specific business needs. Explore these

options to enhance functionality or integrate with existing tools.

Remember, each module within Orange HRM will have its own interface and features.

Experimenting with each module and function will provide you with a hands-on

understanding of how the software operates and how it can be used effectively to manage

HR processes within an organization. You might also refer to their documentation or online

tutorials for a more detailed walkthrough

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BIBLIOGRAPHY

▪ https://www.scribd.com/presentation/497842100/HRM
▪ https://www.ril.com/ar2021-22/human-capital.html

▪ https://www.goodreads.com/en/book/show/33839273

▪ https://www.orangehrm.com/

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